Interests and Person–Environment Fit

2017 ◽  
Author(s):  
Rong Su ◽  
Christopher D. Nye
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Career Guidance ◽  
Work Outcomes ◽  
Workforce Readiness ◽  
Job Knowledge ◽  
Person Environment Fit ◽  
Performance Career ◽  
Interest Congruence ◽  
The Relationship

The search for “noncognitive” skills essential for workforce readiness has largely overlooked one important individual difference domain: interests. This chapter reviews evidence for the relationship between interests and job performance, career success, and academic achievement. It also discusses two mechanisms through which interests can predict a range of educational and work outcomes. First, interests serve as a source of intrinsic motivation that drives the direction, effort, and persistence of human behaviors. Specifically, interests contribute to learning and the acquisition of job knowledge, which are direct determinants of academic and job performance. Second, interests capture the relationship, or the fit, between a person and an environment. The degree of person–environment fit in terms of interests, or interest congruence, predicts academic and work outcomes above and beyond individual interest scores alone. In closing, the chapter discusses the implications of using interest assessments for educational and career guidance and for personnel selection.

scholarly journals Multi-Approach Formulation in Dynamic Personality-Situation Interaction for Personnel Selection

2019 ◽  
Author(s):  
Mohd Hanafiah Ahmad ◽  
Gusman Nawanir ◽  
Mohd Rashid Ab Hamid
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Assessment Center ◽  
Work Outcomes ◽  
Mixed Methods Approach ◽  
Selection Decisions ◽  
Fundamental Research ◽  
Conceptual Paper

The purpose of personnel selection is to measure knowledge, skills, and abilities that are necessary to perform a job effectively. The process involves various assessments, including personality assessment. This conceptual paper discussed the potential of using a learning factory to develop multiple simulations for assessment center activities in assessing personality in different situations. Although traditional personality assessment contributes to the effectiveness of selection decisions and prediction, it tended to ignore that trait-related behaviors may differ across situations. Study on dynamic personality is essential as empirical studies showed that within-person fluctuations in personality states relate to a variety of work outcomes, including job performance. To further understand this fundamental issue, this paper discussed further how personality–situation interplay influences performance by using a learning factory assessment center method. This study also discussed how the adaptation of exploratory mixed methods approach could be used. The mixed exploratory methods are suitable as this topic is related to fundamental research and empirical study, besides the investigation on this area is still limited. This paper could benefit other researchers, industry players, and policymakers in understanding better how dynamic personality may influence performance, especially in the activities related to Industry 4.0.

scholarly journals Mistreatment from Multiple Sources: Interaction Effects of Abusive Supervision, Coworker Incivility, and Customer Incivility on Work Outcomes

2021 ◽  
Vol 18 (10) ◽  
pp. 5377
Author(s):  
Yuhyung Shin ◽  
Won-Moo Hur ◽  
Seongho Kang
Keyword(s):  
Job Performance ◽  
Emotional Exhaustion ◽  
Indirect Effect ◽  
Large Body ◽  
Abusive Supervision ◽  
Theory And Practice ◽  
Work Outcomes ◽  
Multiple Sources ◽  
Service Employees ◽  
The Relationship

Despite the large body of research on workplace mistreatment, surprisingly few studies have examined the interaction effect of multiple interpersonal stressors on employee outcomes. To fill this gap, our research aimed to test the moderating effects of coworker incivility and customer incivility on the relationship between abusive supervision, emotional exhaustion, and job performance. Analyses conducted on 651 South Korean frontline service employees revealed that abusive supervision exerted a significant indirect effect on job performance through emotional exhaustion. Customer incivility strengthened the positive relationship between abusive supervision and emotional exhaustion, as well as the indirect effect of abusive supervision on job performance through emotional exhaustion. Our post hoc analysis demonstrated a three-way interaction between abusive supervision, coworker incivility, and customer incivility; the relationship between abusive supervision and emotional exhaustion was significantly positive only when coworker incivility was high and customer incivility was low. We discuss the implications of our findings for theory and practice.

Personnel Selection

2017 ◽  
Author(s):  
Jesús F. Salgado
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Work Behavior ◽  
Situational Judgment Tests ◽  
Work Sample ◽  
Job Experience ◽  
Job Knowledge ◽  
Future Performance ◽  
Ability Tests ◽  
The Individual

Personnel selection is one of the most critical processes in the study of human work behavior because it determines the efficacy of many other issues of human resource management (e.g., training, productivity, and culture). From this perspective, personnel selection is a process of decision-making, and its main objective is to predict the future performance of potential employees. In order to achieve this objective, personnel selection identifies the individual requirements of job performance and uses a variety of assessment procedures, including cognitive ability tests, personality inventories, interviews, job knowledge tests, situational judgment tests, job experience, work sample tests, assessment centers, biodata, and reference checks. Using the best combination of predictors, currently, scientific personnel selection is capable of predicting and explaining over 60% of job performance variance based on individual differences.

Being Oneself and Doing Great

2020 ◽  
Vol 19 (2) ◽  
pp. 75-85
Author(s):  
Jie (Yonas) Ma ◽  
Aditi Rabindra Sachdev ◽  
Xixi Gu
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Autonomous Motivation ◽  
Underlying Mechanism ◽  
Work Outcomes ◽  
Supportive Leadership ◽  
Research Findings ◽  
The Relationship ◽  
And Task

Abstract. The experience of authenticity is conducive to job performance. However, research has not examined the underlying mechanism. Additionally, knowledge about the antecedents of authenticity is limited, and research findings regarding the relationship between authenticity and work outcomes are exclusively at the between-person level. To advance the research on authenticity at work, the current study investigated the motivation process through which authenticity influences job performance and examined the role of supportive leadership in facilitating authenticity. We tested the hypotheses at both the between-person and within-person levels and found convergent results. Autonomous motivation mediated the positive relationship between authenticity and task performance/work proactivity, and supportive leadership was found to positively predict authenticity. Theoretical implications and managerial suggestions are discussed.

College Education and Police Job Performance: A Ten-Year Study

1998 ◽  
Vol 27 (2) ◽  
pp. 269-280 ◽  
Author(s):  
Donald M. Truxillo ◽  
Suzanne R. Bennett ◽  
Michelle L. Collins
Keyword(s):  
Job Performance ◽  
Police Officers ◽  
Significant Relationship ◽  
Work Performance ◽  
College Education ◽  
Police Work ◽  
Disciplinary Action ◽  
Job Knowledge ◽  
Supervisory Ratings ◽  
The Relationship

This study investigated the relationship between measures of college education and work performance for a cohort of 84 police officers over a 10-year period. College education variables showed a statistically significant relationship with promotions (average r = .31), and supervisory ratings of job knowledge (average r = .25). However, there was an inconsistent relationship with measures of disciplinary action. These patterns of relationships may indicate that college education is relevant to many aspects of police work but should not be assumed to predict all areas of job performance.

scholarly journals The Influence of Emotional Labor on Job Involvement in Taiwan’s Convenience Store: Compare the Effects of Moderating Role Among PJ Fit, PO Fit, PS Fit, and PG Fit

2021 ◽  
Vol 6 (1) ◽  
pp. 17
Author(s):  
Shih-Kai Lin ◽  
Ping-Fu Hsu
Keyword(s):  
Emotional Labor ◽  
Job Involvement ◽  
Work Outcomes ◽  
Convenience Store ◽  
Full Time ◽  
Positive Effects ◽  
Person Environment Fit ◽  
Part Time ◽  
The Relationship ◽  
Criterion Variables

Research on emotional labor focus on related employees’ work outcomes, well-beings, and dissonances that could be ignored some moderation effects especially between emotional labor and job involvement. This study focused on difference types of PE fit that individual fit takes a moderation role between emotional labor and job involvement. Data from 230 convenience store full time (71.7%) and part time (28.3%) working employees were collected. Results indicate that difference types of PE fit predicated moderating effects influenced the relationship between predictor (emotional labor) and criterion variables (job involvement). In sum, in describing PE fit mediating the relationships between emotional labor and job involvement,Further, we have made the points that (a) emotional labor can indirectly influence job involvement by the mediating processes of perceived person-environment, (b) person-environment fit revealed partially mediating effects on the relationship between emotional labor and job involvement, (c) among emotional labor, PE fit, and job involvement regarding significance positive effects.

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